Equal Employment Opportunities

3549 Words 15 Pages
Table of Contents

I. Executive Summary ............................................…………….………..................... 3

II. Theoretical Aspect (Literature Review) ..........………………................................. 6 3.1. Definition of Equal Employment Opportunities............................................... 6 3.2. Definition of Discrimination............................................................................. 6 3.3. Definition of other laws regarding equal employment………………….……..7 III. Practical Aspect ..........…….....…….......................................................................... 10 4.4. Background and description of Hy-Vee Inc.…................…………..……..... 10
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Large well-known companies such as Wal-Mart, Target, Apple, Marriot, and Google amongst many others have dealt with these problems in the past and will continue to. When doing my research of discrimination cases against Hy-Vee I was not able to find any that the plaintiff had won according to their discrimination allegations. One of the cases I came across was Oglesby v. Hy-Vee in the district court for the district of Kanas on December 1, 2005. Oglesby brought a suit against Hy-Vee alleging employment discrimination, harassment and retaliation in violation of the Age Discriminations in Employment Act (ADEA). Oglesby stated he was repeated called out by his immediate supervisor for not willingly showing customers where items would be located and just telling them what aisle or section its located. He also stated he was being call “grandpa” “abuelo” and “old man” by numerous employees and managers. Once this continued for a while, Oglesby told the store director and later filed a claim against Hy-Vee since he didn’t think appropriate action was taken. The result of this case did not result in monetary value since he could not prove he was subjected to the hostile work environment and which claims could not be …show more content…
One way of doing this is could be hosting yearly meetings for managers to come up with ways to remind the employees of the discrimination laws and the present it to them. Another way that Hy-Vee can remind employees of the policies is to post signs in meeting rooms such as break rooms, office buildings, and lunch areas so that the employees are reminded on a daily basis. Employees could also fill out surveys as to how they think Hy-Vee is doing regarding the policies and if they feel comfortable in the setting they work in. Managers could bet trained to create closer bonds with employees to make them more comfortable about bringing forth their problems and

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